Menna Ashoush

Perform recruitment procedures for engineering majors (Oil & Gas, Mechanical, Electrical,
Mechanical, Architecture, Structure and Chemistry).
Update current and design new recruiting procedures (e.g. job application and on boarding processes)
Supervise the recruiting team and report on its performance
Keep track of recruiting metrics (e.g. time-to-hire and cost-per-hire)
Implement new sourcing methods (e.g. social recruiting and Boolean searches)
Review recruitment software and suggest the best option for company needs
Research and choose job advertising options
Advise hiring managers on interviewing techniques
Recommend ways to improve our employer brand
Coordinate with department managers to forecast future hiring needs
Stay up-to-date on labour legislation and inform recruiters and managers about changes in regulations
Participate in job fairs and career events
Build the companys professional network through relationships with HR professionals, colleges and other partners

▪ candidate Screening: Recruiters are responsible for screening resumes to determine which
candidates meet the minimum requirements. Recruiters then move chosen candidates on to the
next step in the hiring process.
▪ Interviewing: In some organizations, recruiters are responsible for conducting initial interviews,
which are then used to narrow the number of potential candidates who will be interviewed by the
hiring manager. Often times, recruiters will set up interview appointments between the chosen
candidates and the hiring manager.
▪ Reference and Background Checks: After interviews have taken place and the hiring manager
expresses an interest to hire a candidate, the recruiter is often called upon to coordinate the
reference and background checks. Recruiters are often responsible for conducting reference
checks by verifying employment information and contacting the professional and personal contacts
provided by the candidate.

Partnering with hiring managers to determine staffing needs
Screening resumes
Performing in-person and phone interviews with candidates
Administering appropriate company assessments
Performing reference and background checks
Making recommendations to company hiring managers
Coordinating interviews with the hiring managers
Following up on the interview process status
Maintaining relationships with both internal and external clients to ensure staffing goals are achieved
Communicating employer information and benefits during screening process
Staying current on the companys organization structure, personnel policy, and federal and state laws regarding employment practices
Serving as a liaison with area employment agencies, colleges, and industry associations
Completing timely reports on employment activity
Conducting exit interviews on terminating employees

Maintain all recruitment paper and electronic files including internal postings for all open positions.
▪ Assist in maintaining online application process.
▪ Assist with documenting the internal recruitment process flow and procedures.
▪ Conduct informational interviews with potential candidates. Give priority to executive referrals for
either current or future searches.
▪ Attend career fairs and conferences to promote